# FLEXIBLE WORKING ARRANGEMENT (SHORT-TIME) AGREEMENT
Date: 22 July 2036
Parties: Eastgate Events Ltd and Priya Rao
## 1. Purpose and parties
Eastgate Events Ltd and Priya Rao agree that, from 3 August to 30 September 2036, Priya will work three agreed days each week rather than five because event bookings have reduced. Her annual salary will be adjusted pro rata from £36,000 to £21,600 for the period.
## 2. Facts, scope and terms
Priya will work Monday, Wednesday and Friday, remain available for scheduled handovers and receive statutory holiday accrual and other entitlements on the applicable basis. The arrangement is temporary and does not by itself vary job title, continuity or protection from unlawful detriment.
## 3. Process and responsibilities
The parties will review demand and wellbeing on 1 September. Any extension, return to five days or change in duties must be written. Eastgate will keep payroll, consultation and working-time records and will not describe the arrangement as a statutory furlough claim unless the current scheme permits it.
## 4. Evidence, records and safeguards
The parties should retain the relevant contract, notice, invoices, records and correspondence, and restrict access to personal or confidential information to those who need it. The stated amounts and dates are fictional worked-example facts and require checking against source records.
## 5. Review, escalation and outcome
If the issue is not resolved, the parties should identify the appropriate next step, which may include an internal process, mediation, court or regulator. Silence or part performance is not treated as acceptance or waiver.
## 6. Reservations and practical protections
This document is a general fictional example, not individual legal advice and not a guarantee of eligibility, liability or outcome. Where necessary, an independent professional should check the facts and current law.
## 7. England and Wales law and completion
This completed fictional sample is made on the date above under the law of England and Wales and subject to mandatory protections. It does not exclude any right, liability or remedy that cannot lawfully be excluded.